Employee Relations Specialist

Employee Relations Specialist

The Employee Relations Specialist plays a key role in delivering exceptional HR services to our business units. This role requires strong relationship-building and influencing skills, as well as the ability to efficiently manage projects in a fast-paced environment.

This position involves collaborating with Strategic HR Business Partners to gather and forecast local requirements, plan and manage project demand across the function.

Additionally, the successful candidate will serve as a primary contact for employee relations activities, facilitate conflict resolution, and manage pro-active relationship improvements.

The ideal candidate will also deliver Case Management services across the country/group of countries to support the business with sickness absence, grievances, and disciplinary activities.

Furthermore, this role involves collaborating with recruitment teams to align recruitment strategies with the specific needs of business units, assisting managers in conducting performance reviews, addressing underperformance, and implementing improvement plans.

The successful candidate will ensure adherence to HR policies and procedures, including compliance with local labor laws and organizational regulations.

Finally, this role involves driving improvements to HR policies in line with business requirements and changes in local markets.

1. Demand Management: Collaborate with Strategic HR Business Partners to gather and forecast local requirements, plan and manage project demand across the function.
2. Employee Relations: Serve as a primary contact for employee relations activities, facilitate conflict resolution, and manage pro-active relationship improvements.
3. CASE Management: Deliver Case Management services across the country/group of countries to support the business with sickness absence, grievances, and disciplinary activities.
4. Talent Acquisition Support: Collaborate with recruitment teams to align recruitment strategies with the specific needs of business units.
5. Performance Management: Assist managers in conducting performance reviews, addressing underperformance, and implementing improvement plans.
6. Compliance and Policies: Ensure adherence to HR policies and procedures, including compliance with local labor laws and organizational regulations.
7. Drive improvements to HR policies in line with business requirements and changes in local markets.
8. Onboarding and Integration: Support the seamless integration of new employees by facilitating an effective onboarding process.
9. Data and Analytics: Leverage HR analytics to provide insights into workforce trends, engagement, and productivity, informing decision-making across all levels of the business.
10. Employee Engagement: Drive initiatives to measure and enhance employee engagement, ensuring alignment with company culture and values.
11. Business Restructures: Manage employee related activities aligned to a business restructure such as Employee Relations, employee exits, redeployment, and support activities.
12. TUPE: Manage TUPE in/out employee related activities supporting business acquisitions, new business, and transition out of customer contracts.
13. Annual Pay Reviews: Collaborate with the Reward CoE to facilitate the approach to Annual Pay Reviews.
14. Workforce Planning: Supports the Strategic HR Business Partners in the activities that underpin a successful workforce planning strategy.
15. Location and Working Practice Strategy: Determine the right location and office attendance strategy.
16. Diversity, Equity, and Inclusion (DE&I): Implement DEI strategies and foster inclusive workplace environments.
17. Risk & Compliance Management: Ensure adherence to risk and compliance management protocols across all HR initiatives.
18. Wellbeing: Create and deliver wellbeing priorities across the local business.
19. Employee and Manager Support: Lead the People Operations service to provide support to employees and managers on operational and escalated issues.
20. Team Management and Service Delivery: Develop the HR Team to deliver excellent services to the local business.
21. Communication: Review and approval of local communication charter (internal and external).
22. Occupational Health & Safety (OHS): Close collaboration with OHS SPOC to monitor various natural/geopolitical situations as required.
23. Merger & Acquisition: Support from country perspective on M&A activities.